Steps for Building a Great Startup Team
It doesn't matter how good your idea is, the only thing that really matters is the fortune of your startup that falls on the members of your team, an additive that increases the activity of initial catalyst. One wrong move of a weak member and your entire business could crumble in a matter of weeks. It wastes a lot of time, money and energy, and does not achieve much.
1. Consolidate the Positions
The key members of your future team are the founders. Before arranging to employ the other members of the gang, the co-founders have to decide on the priorities or order of business of an organization, how to manage and run the general course of its operations. Let's say, you are the technical expert and your co-founder is the copywriting genius. Together you determine the general structure and properties of your startup.
When that has been approved, you should identify the true potential of your startup and approach suitable candidates employed elsewhere to fill business positions to complete your team. SEO, sales, marketing, programming, management is just a sequence of positions to be filled through competitive selection. While figuring out these positions, it is important to choose people with talents, with attitude and good ideas that other team members don't have. Keep in mind, of course, how much money you have in the bank to pay for the positions you require.
2. Contracts, Part-time, Full Timers
When you are getting started, search needs have to be as well organised as any other executive task. You could visit some blogs, upcoming industry events or activities that might help you locate suitably talented people for recruitment to your organization. Some may choose to work with people on a part-time basis who are perfect at any endeavor or hire skilled private contractors, but you wouldn't need to look for full-time employees coz they may not deliver. Your best bet is to have people as contractors at the start and then start moving toward full-time employees; it would be the best way to leverage a full variety of skills for your business entity.
3. Choice of Candidates
The most important criteria required to accept applicants for considerations when assembling a winning team are the following: They have experience and competent in a particular area of work that other team members are not. They can be vouched for their qualifications you know someone who knows them and admire their work. They charge a small fee for their service at the start of a game, to stake out a role in the startup.
4. The Recruitment Process
So you've selected some suitable qualified candidates. What now? Now it's time for the recruitment process, which starts with conducting an interview. Get all arrangements tied up in advance. Naturally enough the first questions fall into the following categories: fact-finding, original and creative thinking, problem-solving techniques, and behavioral characteristics. Act as a go-between to try and work out an agenda and be on the lookout for any nonverbal methods of expression or communication.
In order to have enough flexibility to explore areas of questions as they arise during the interview, do some fact-checking and a background research on the potential candidate. Give him or her a test or an assignment during which, you can measure interpersonal skills of the prospect such as the ability to communicate well with other people and to work in a team. If everything goes without a hitch, go ahead with the hiring, administration, and training of the new member. It's vital that all team members step out of their silos and start working together on board.